In today’s competitive and uncertain, virtual and interactive,career and job-assignment marketplace, technical resumesare only one part of your public relations portfolio.

INTERNET PRESENCE: LINKEDIN PROFILEAny consultant or reviewer who examines and critiquesonly one document is shortsighted and not necessarilyoffering you up-to-date advice. Why? We are approaching, if we have not already reached, a ‘virtual presence’ world. Your presence (or absence from) in the Internet is largerand may be more critical for you achieving your goal ofinteracting with company representatives. You have to pay strong attention to addressing this market place. The profile can be targeted differently than your specific resume file that you send to each individual company. Lindsey Pollack and Arnie Fertig highlight manyfeatures of resumes vs. profiles and Linkedin’s mission.In addition, it can be valuable to have a master resumethat you maintain throughout your career. It containsall your personal information from which youchoose items to include in targeted resumes andprofiles.

Organization, ease of reading, use of significant-in-your-field keywords and ethical behaviors are important.(Resumes also: brevity, specificity and clarity)

CONTENT DIFFERENCES BETWEEN ROLESI respect Tom Kellum who reported that resumes“rule people out.’ In the business side of the enterprise.the hiring authority seeks a person who can help her reach her goals faster. The resume, he points out, revealsthe past and not the “intangible futures.” On the technicalside of the enterprise, describing our accomplishmentsreveals our Key Skills and Abilities KSA which can be applied to solve problems and innovate.So, not only are there differences in hard copy and virtual documents, each of which is searchable, butalso different roles will represent us with differentstyles of content.

GREY AREASDue to this, there are sometimes “grey areas” in theways things are described. In addition, some people might misrepresent titles, dates, areas of responsibility, accomplishments and other details to make themselves appear more attractive. Comments in various places point out there is little or no checking, in the virtual world. [This is a potential downside.Rest assured, however, most significant, untrue content is eventually discovered and there are serious con-sequences.]

The grey areas extend to the ATS Applicant tracking systemsoftware tools that review and find our profile or resume.ATS output from our resumes can be erroneous as well.It is a computer output without human intervention.

FINAL THOUGHTSPublic relations documents are an inexact science that we have to work through to manage our careers. - master resume should be comprehensive and correct - Linkedin profile should be complete and regularlyupdated [if project based or entrepreneurial, considera web-page as well] - targeted resumes, technical or business focused - each item should be keyword rich - follow ACS integrity guidelines.

If you have not heard of him you are likely to be one of the “more than 1 billion people who have helped digitize the printed word by using reCAPTCHA” that an Economist technology quarterly article describes of this innovative Guatamalian immigrant who has “developed” a series of useful Internet-based systems to bring people together to do useful work. His latest “development” resultsin a company, Duolingo, that simultaneously teaches another language while also providing a translationservice.

Developed (and development) shows up a couple timesin the last paragraph and we get different levels ofunderstanding what it means depending upon thecontext and our background.

The same is true when we used “develop” in resumesand CVs. In this contributions we offer a host of more precise synonyms that should be used inplace of develop...accelerated achieved assessedassigned authored awardedbuilt characterized codifiedcombined completed conceivedconverted created decreaseddefined delivered designeddifferentiated directed documenteddrove enhanced establishedexpanded fabricated generatedidentified improved increasedlaunched led mappedmodeled negotiated partneredperformed planned predictedprepared produced recruitedreduced removed reorganizedreplaced restored scaledsynthesized trained upgraded

It is valuable to express your ideas using precise and if possible keywords that are used in specific fields. I am sure there are others that are more precise thandevelop. Please send them in. Thanks.

A number of years ago, I enjoyed a distance learning courseI attended that Karol Pelc delivered in NTU on Managementof Technology. Many areas were interesting. One in particularwas technological generations, S-shaped curves and technology development strategies.

Gawande wrote: “As I went along, I compared my results against nationaldata, and I began beating the averages. My rates of complicationsmoved steadily lower… And then, a couple of years ago, they didn’t.It started to seem that the only direction things could go from herewas the wrong one.

Maybe this is what happens when you turn 45. Surgery is, at least,a relatively late-peaking career… Jobs that involve the complexitiesof people or nature seem to take longer to master. S&P 500 CEO, 52, geologists, 54; Surgeons, requiring stamina and judgment, somewhere between.”

Gawande talked about invoking coaches, just like other professionals,and provided some real life examples of how attention to somelittle things that an objective expert observer might point out.

We see many coaches for executives, for golf, for singing, formusicians…Some are most helpful. Some provide standard responses,that may not be helpful. Some inspire alternative ways of doingthings. Even experts have room for improvement.

SENIOR LEVEL RESUMESWe have not touched on senior level public relations documents.There is a need to present a perspective. At the higher levels, termslike branding, leadership, staffing and application of resourcesseem pertinent.

We might think of a CTO position as a particular example ofa position. Jennifer Hay offered a candid comparison ofCIO and CTO roles and responsibilities. Notice the differencebetween the more operational and the more strategic.

This falls under the term “branding” that is common in businessresume literature. More on target, it refers to the content ofthe document using specific keywords in context that relates a reputation for leadership providing: company growth strategy overcoming obstacles system wide implementation that drives results providing a strategic, if not a longer-range view.

In some circles the CTO is the right hand person in technologyfocused organizations, where a CFO is more business or transaction based organizations. The metrics for CTO needsto be expressed in senior level terms as Laura Smith-Proulx describes.

Marketing technical products and services, especially to technicallysavvy customers can benefit from formal technical training. I haveseen it a number of times myself, from products I have purchased, to trade shows and exhibitions I have attended, to students who have good communications skills, are motivated by working with, communicating and help technical people –gettingmarketing and technical representative positions.

When I recently attended a terrific exposition of robotics and chemicalscreening products in Orlando, I looked for marketing savvy people whoI could highlight for this entry. It seemed like everyone had one or another skill and each firm had a team of people with different skillsets. Marketing is more than a unique selling position [as in Madmen]now.

Scott Brinker does a fantastic job outlining the evolving skillset for successful market managers. His 5 skills can be integratedinto- working with customers to understand their present and futureneeds, knowing that this must be translated in understandable termsto both the customer service rep and the customer. Sometimes itinvolves follow-up communication, since timing and training arenot easy yet essential.- software and hardware integration and version updating withoutcustomer awareness for hardware or robotics or analytical systems.- anticipating new directions of customer needs, changing resourcetrends and value and out-of sequence tools that work only someof the time.

The terms and keywords in marketing are different than technicaljargon. They can and must be learned. And they seem different fromsub-field to sub-field.

Did you see the CBS segment on human infants? Howthey are learning at their very earliest moments andoften make decisions based on what they have observedand been taught? Striking.

What does this have to do with Resumes, Interviewingand seeking jobs, Dan? you may ask.

A lot!

Short story. A member recalled applying for a position usingMonster.com and obtained an on-site interview. In the interview in which he demonstrated his communicationsskills and story telling ability he learned through severalmock interview experiences, he mentioned who he workedfor at UCONN. The long and the short of it, the hiringmanager also worked for the same professor decades earlier.It helped form a connection, a common-ground, and ultimatelya difference with all the other candidates. He was offered theposition.

BABY PREFERENCESThe video segment reported that newborns listen, like faces,like common aged people, like languages and music theyare used to hearing. The also form preferences from positiveexperiences.

This early preference learning extends to adult years and makingdecisions. David McClelland offers that affiliations is oneof the three leading motivations for human behavior. The needis associated with desires to be linked to groups, organizationsand places.

AFFILIATIONS CAN ALSO BE MORE SIGNIFICANTLucy Kelleway posed that today there are fewer “bignames” that signal the achievement of one person. Achievementsare more commonly a group effort.

When people effect things it can be signaled on a webpageor twitter or social media. While individual achievementdoes stand out, most do not do it alone. Flashy affiliations with big names and associations stand out.

AFFILIATION STANDS OUT IN BUSINESSYou can gain trust in customers by being in partnership oraffiliation with a known business. Affiliation is a fast wayfor businesses to gain trust and credibility in the eyes ofcustomers.

VALUE OF AFFILIATIONS SECTION IN RESUMESAs a professional scientist you show you care about what is happening in your areas of science when you area member of the ACS. You care enough to - subscribe to a code of ethics, society journals and magazines, - attend conferences where you share and learn and - take some initiative in actively being involved for the greater good.

When you include ACS [and other pertinent organizations]in your resume AFFILIATIONS section, it reveals a lotwhen you include participation in groups, organizing conferences, task forces and committees) since they arevoluntary and tell of your commitment to the other membersand the whole chemical enterprise.

We tell interviewees and presenters, being able to provide a story of involvement during interviews and when delivering presentations also reveals your professionalism in meaningful ways in these contexts. In a very human way it finds its traces to our early human preferences.

A recent chemistry Ph.D. approached with a situationasking for help creating a business focused resume. [Certain details are left out about the position.]

He started out with a nice, detailed “master resume”outlining his chemical, chemical modeling and physical biochemistry skills. He listed publications(first, second and third author), patents and presentations.

The challenges he had included: - translate the technical accomplishments into results- focussed language,- identify key transferable skills and - state valued experiences demonstrating leadership,assuming responsibility, teamwork, time and performancemanagement in academic, volunteer and competitiveactivities.

The cover letter was addressed to a specific person atthe firm for her to “review the document and refer it” toto the appropriate hiring manager.The letter identified specific computational strengths andsuggested a computational finance model assignment would be a possible fit. [Based on other information fromnetworking interviews, he had learned of a possible openingin this area.]

Keeping to one page and not stating information onthe one-page resume, the cover letter stayed ‘on message’without a lot of extra content.

The resume was organized into one-page, outlining his transferable skills and providing specific examplesthrough documents in the cloud. His heading included a link to his Linkedin.com profile.His publications and presentations were linked in the Experience section with limited technical wording, providing documentation without over use of technical terms.If anything it was short onHonors and Awards and Affiliations. I wonder if at that point is anything morethan an observation.

In a cogent conversation yesterday discussing afuture workshop it got me to thinking about theaudience’s attention. A common phrase, “WIIIFM”what is in it for me,” came to mind and the needto think about and do an audience analysis.

We are planning to work together, the organizersand I, to seek their career aspirations (government,academic, and industrial) and what would help themthe most in the program (resume review, cover letter,mock interview, and career discussion includingpersonal unique situations which cannot be usuallycovered in a general audience).

AUDIENCE ANALYSIS FOR COVER LETTERSAND OBJECTIVE STATEMENTSThat got me to thinking about the situations we allface in writing our cover letters and an objectivestatement in our resumes. [We note at this point thatCVs do not usually contain an objective.] Very commonlythe prescription for “business resumes” is also to de-select an objective statement. The logic being threefold– (1) they are hard to write, (2) it can preclude an applicant from positions not specified and also under consideration, and (3) it does not pinpoint to how an applicant can make their case to be a good hire giventhe different set of skills business positions require.

CASE FOR INCLUDING OBJECTIVEThe Objective can be helpful in pointing out specificallythe position that is desired, showing a match to ajob description. The objective is suggested to bea short phrase. We find ourselves, especially earlyin our careers, to be “qualified” for entry level positionsin a number of fields using our technical expertiseto solve problems, invent, innovate and make a profit. So, it can be helpful to state that we seek theopening and include in our HIGHLIGHTS a prioritized list supporting the objective.

The Objective needs to be tailored for each position.However, including an objective for a process position in a resume for a analytical laboratory position wouldquickly dismiss consideration.

On the other hand, an Objective might be optional in cases such as a career fair, where a number of companies and positions are under consideration. Also, the HIGHLIGHTS section mightbe renamed QUALIFICATIONS in this case.This then requires more work on the part of the resume reviewer to extract keywords for a match.This lessens the chance for consideration.

TAILORED COVER LETTERS ARE NEEDED It is true that a cover letter will also state your desire for a position yet it provides an indication of your motivation, your knowledge about the business and supports your skills in language and ability to communicate.

There are three forms for industrial and
government targeted cover letters, generally–
- invited by an ad or announcement,
- based on a referral or suggestion through your network
- asking for consideration based on third parties, information interviews and other leads.

Critical contents of a cover letter are - close attention to addresses, spelling and date- being specific about the desired position andthe reasons why you are an exceptional candidate- asking for an interview, the next step in the process.

ACADEMIC COVER LETTERSA fraction of cover letters will be for applications
for academic positions. The process can bemore involved since academic positions inchemistry will also include a teaching philosophy,research proposals, teaching and educationalexperiences pertinent to the educational institution.Cover letters for academic positions less frequently contain bullets, should provideevidence of scholarship and offer to sendcopies of other documents that the searchcommittee would benefit from in their evaluation,like teaching evaluations, transcripts and letters of recommendation. [The CV will list yourreferences, yet academics frequently like a full package before considering an application.]

Over and over, people early in their career can not fathomthe key differences and similarities of these two publicrelations documents.

In fact, we may offer some help in that a curriculum vitaeCV can represent a “master resume” or starting point. Nonetheless, CVs can also be organized to be more easily readable and targeted for specific academic positions. Think of the long term value of continuously maintaining a CV. From the master CV/resume you can select items to go into targeted CVs (reorganized to match needs) or targeted resumes (shorter to show match to needs). This highlights the need to develop specific resumes for each position and a different one for job fairs.

Both named documents, CVs and resumes, serve you whenthey are well organized and easy to read. A simple analogywas offered by B. Sucher as opening your refrigerator orkitchen food cabinets. Does it look like a random placement wherever there was room at the time? Does it look distinct with easy to locate items, unique, keyword accented, and professional ?If it is like the former it will not be read.

If you go to generic placement centers in institutions, manywill offer what business centered documents are preferred,rather than scientific and technical organizations seek. Thatis one of the clear values of working with industry professionalsassociated with professional societies. My experience withoutplacement firms and unemployment centers, bless their hearts, models and examples are similar. Do your best to meet with people in the industry or company you seek to work in– honestly it will serve you well.

None of the places one goes for advice will supportincomplete or factually distorted documents either. B. Safani wrote about well known misrepresentationsin resumes that stand as eye-openers. In fact, one personearly in my course this year asked me what I felt aboutlying in resumes, as everyone does it– to which I saidnow you have met someone who has not, nor does notrecommend misrepresenting anything on a CV or resume.It did reveal to me a little about her expectations.

Resume reviewers pick up distortions in resumesand can easily verify things that do not make sense.In one resume, a person wanted to pass off that he had business training in MBA courses that he did nottake, but audited. In another, a person wanted toreveal “leading a collaborative project,” which seemslike an oxymoron.

Finally, I agree with the observation made by D. Dibthat resumes are finding serious competition from Internet based profiles, like LinkedIn.com. I also notea significant comment by L. Kursmark that Headinginformation in on line resumes or profiles are becomingshorter due to internet security issues. 1

Been thinking about a number of resumes that I have been asked to review. Hereseven reflections–

- Target the resume: is the focus industrial oracademic, part-time or full time, one specificallytargeted position or one of a number. General resumes with a “qualification statement” may be suitable for career fairs where there are several or many positions.

- Heading: one telephone, one email, one web
presence contact is sufficient; however, On-line identity: Present it in the resume headingvia LinkedIn.com profile and/or web-page (well constructed and representing you well). Most interviewers and recruiters will “google” you.Know what they will find.Differentiate yourself positively.

- Work History: don’t skip items in your workhistory. Limit time gaps. What did you do when you did not have a salary-paying job.

- Career or field change: I reviewed a resumethat showed a student completing an MS in engineering while simultaneously taking MBAbusiness courses. Pressed on the issue: He audited them. Audited courses do not pass muster for expertise.- Beware: hybrid skills based/chronologicalresumes are not viewed positively. They canbe seen as “hiding something”.

- References: While some say that “googling”someone is enough. It is not enough when a person’s list of references includes someoneI know and can call even before speaking to acandidate.

Can I tell you about an interesting and beneficial experienceI had today? Today was the day we formalized and arranged some details for a course being offered this semester.When everything was completed, I visited the School ofBusiness on campus (UCONN-Storrs).

Most larger institutions will have a school of managementor business.

If you are interested at all in pursuing an entrepreneurial activity, as part of an industrial or academic career, orwish to enter an industrial field, it might be an eye-openingexperience.They actually train students to interview and take interviews,in addition to coaching how to compose a number of the public relations documents. Many of the professors there know from ‘in the field’ experience what is sought in resumes, cover letters and other pertinent documents.

While I might quibble on a few details in applying theirmodels to technical professionals (scientists, advanced degreed engineers and technologists), many things they do can be quite helpful. This is especially true in entrepreneurialventures.

They can also be resources for one’s network, knowingpeople who work for specific companies or industries.Their offices and resources met high standards and theyuse some of the latest web based tools. [I must thank Professor James R. Lowe for a penetrating introduction.]

Before you spend a lot of time on your “recent grad” or“following your post-doc” job search, consider visitingyour local university business school.

Rather than throwing out mail that comes in the mailbox, I can look at it for real relevance. Dice sent a career related envelope offering freebies, but I was more interested in John Vlastelica’s tips for screening resumes.

You should be too.

RESUMES1. Not only are they looking for keywords, but also for related accomplishments. So, if you can learn specifically about the job description it could be beneficial to relate some detail in a research summaryor achievement statement or business outcome.

INTERVIEWS2. What is the nature of an applicant’s motivation?In a tight job market, some just need a job. Others really desire to work for your company, serve your customers and work in your field. So, understand that interviewers, at all phases, will be exploring: why should we hire you? why do you want to work for thiscompany? and a good fit of styles.

3. John relates about companies’ need to protect their brand. We, as candidates, have the same need and should choose to accept anoff based on how we were courteously and respectfully treated. We are interviewing them as much as they are interviewing us.

Wow! The Washington ACS meeting showed me some things about how outplacement firms “help” people who are let go in the 21st century. While these comments might not be general for the whole industry and they may be individual case observations, they lead me to suggest: know what you want and ask for it with outplacement firms to get any value from the service.

This activity, now standard for mid-sized and large firms to protect firms’ reputation and limit the impact of employee lawsuits and unemployment costs, is strong these days. Previously this blog has mentioned that we can tell an outplacement firm’s “stamp”on resumes, a mile away. In addition, the“stamp”, while a suitable representation for some, more business-focused candidatesdoes not provide the key “match-ables”in the middle third of the first page thattechnical professionals need.

Down-sized workers have non-standardneeds and desires, yet the outplacement firms have been challenged to providea competitive, cost effective set of services.This translates to output that I observedin resumes, cover letters and interviewpreparation that doesn’t put all membersin the best possible light for fewer, ever more competitive position s.

Know what you want and need from anoutplacement firm. -Is it interview practice?-secretarial service and assistance in publicrelations documents? -professional coaching for presentations, phone interviews, or networking connections?

Be aware:1. very common resume format that may be less approprate2. documents not containing key terms in yourfield (need field specific background)[specific, recommended recruiters can be helpful.]3. resume files missing significant parts (some fields want to see research summariesor technical digests)4. leading firms appreciate tech savvy scientists who can provide informationin relevant formats not involving paper(Internet based)5. just providing job-posting sites, groupoverview workshops, Internet basedmaterial may not meet your needs.

Know your needs. Check with mentors.Talk to people who have been satisfied with their outplacement experience.Don’t let your documents be sent withoutyour specific approval on each item.Ask a lot of specific questions.

Talk with recruiters in your specific fields.Contact the career consultants programof the ACS.

The NSYCC sponsored Career Fair brought uptwo topics that were covered and talked aboutin some detail. In the very challenging job marketthat looks to last for the foreseeable future, discriminating Internet use and the art of conversations will play more pivotal roles asmore positions will be “hidden.”

Conversations are the heart of networking.We practiced and offered tips and tricksconcerning how to open and things to doto break the ice with the idea of gettingto know people. Special attention waspaid to: - listening intently (develop habits to remember names and common ground) - find ways to “elevate” your conversationpartner - enter into a conversation with the ideaof capturing “how nice it was…” - develop a win-win outlook for each encounter - set, meet and exceed expectations

Continuing the discussion of 21st century chemistryprofessional careers this entry mentions insights from two books.

The first “How to find work in the 21st century” byRon McGowan covers a lot of good ground in avery readable manner. The author convinced me to continue reading by revealing that jobs in thepresent economy are different and not advertised.The traditional statistics do not describe the situationsof under-employment, outsourcing, project orientedroles, and options in searching the “hidden job market.” [He cites 80% of positions are hidden.]

He notes the following trends and suggests helpfulmethod to define yourself and what to do.

Work trends:- temporary-to-permanent or contingent positions- increased hiring by smaller companies with less security, wearing “many hats’ where you may have a bigger impact- bigger need to continuously network to both keep abreast of industries, career paths and whatyou can do to help your company and yourself.- outsourcing of “non-core” functions- increasing number of non-challenging roles peopleare asked to assume for which they are over-qualified.

Knowledge of self [I like this section, pp 30-38.] In a checklist format, he assists the reader in identifying:- personal characteristics (strengths, talents), - work values (best environment, satisfying aspects)- career characteristics (work style, career actionplans, written development plan)

Finding positions and marketing yourself- be a “news hound”. Stay on top of trends; attendseminars, network and participate in organizations- look for real benefits in less permanent careerpath: control of your own destiny, most jobs arenot advertised widely, taxes, “trying beforebuying”- need to develop higher level marketing skillsfor self promotion. Communication is ever moreimportant. Seek valued mentors who both keepyou focused and broaden your search field.

Also included are a good summary of coverletter concepts and “business based resumes.”The focus is what they need, not what youwant.

The second book “Career Warfare” byDavid D”Alessandro and Michelle Owensdeals with the technical and business worldoffering ideas on business savvy. While this may feel like going to the ‘darkside’ for scientists and engineers, ‘hard workand accomplishments’ will get chemists justso far, your personal reputation is what willseparate you from the crowd.

- offer something that the organization ismissing.- provide something of value to higher ups- Demonstrated business recognized qualities earn money for the organization tell the truth be discrete keep promises make people want to work for and with you.

The following is an exchange concerning post-screening interview questions and responseideas.

Dear Dan,Thanks,…. The first draft of my thesis is doneand corrected!…

I have ‘not heard anything’ from the two companieswho interviewed me in Philadelphia (Aug. 17-8).[One representative]…said that I should hear back…in approximately a week and to email him, ifI didn’t hear from him. Two emails have been sent , [one thank you and the second a reminder]….

A response was received from the second companyafter my ‘thank you’ note.’ …on August 25…that they would be reviewing resumes with the hiring managers over the ‘next few days’ and then contacting people that they were interested in.

…Is there anything that I should be doing at this point or should I just be waiting. Or, do I assumethat this means that they are not interested?Thanks, LK====================

Hi L,

Thanks for the note. Of course we want both companies to call
you for an on-site interview.

Compliments on finishing your thesis
draft. Have you set up your definite defense date?

What will you do
after that at school? Are you supported in some fashion?

The companies
have the task now of rationalizing their openings, determining who they want
to bring in based on their near term needs and determining their interview
plans.

You have done your initial job–interviewing and following up indicating thatyou would love to work with them for their company. (Please note the words…)

Have you done an assessment of each interview? - What did you do very well? - What could you do better in the interview?at the start of the interview, the closing, in presentationof ideas, responses to certain questions….Think hard about this…Why? Should you hear backfrom a company that you are not a candidate in thisround, you may wish to contact them asking whereyou came up short in the interview process. It wouldrequire a short conversation. Between you and me, please practice being more confident and engaging(in a business way) on the phone.

ASSIGNMENTSA. Find out more about the companies. B. Go to your alum organizations,
your networks, LinkedIn, other places who you know who might know about
the companies.

C. Look at the business news about the companies. Have a
file collecting data on them, so that when you are invited to come
on-site you have business related questions.

D. Develop your on-site
presentation. What particular aspects are important to them based on your
interview?

E. Come up with a proposal to put forward when they call for you to
come on-site..When, have your personal calendar ready to use.

F. Develop your list of questions to ask. What is important
to you?

G. Do you have business attire to wear,

travel bags? Are you ready to go, if
you were asked to come in in a
week?

H. What will you do if they call your contact number? [It is similar to atelephone interview. Remember, have them call when you are best ableto do your best. You can arrange a call back…]

So, sure
they are formally making the next move. But there are many things you can
prepare for, refine, line-up in advance, or even ask questions so that you
can go to the next step.

L, …It does not seem to make sense for meto encourage you to call
them, unless you had some indication of a strong desire to bring you
in.